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An evidence-based model for Unconscious Biases

Insights about Unconscious Biases can be eye-opening – but does this translate into fundamental and sustained change? And how many biases do we need to cover to remove all relevant D&I barriers? In the sheer opaque hustle and bustle of frameworks, we offer an evidence-based, yet practical model to mitigate D&I-related biases on multiple levels and through the use of Inclusive Leadership.

Unconscious bias has been considered a silver bullet to overcome D&I-related barriers for a few years. However, while empirical evidence and mitigation strategies exist, many companies report more temporary success.

All the biases that act as barriers for D&I

Unlike many bias models, we strictly focus our scope and content on what is required from a D&I perspective, i.e. when companies want to make the most of differences. This ensures that no relevant bias will remain unaddressed (in which case it could continue to undermine our efforts) and that not one form of bias will be overemphasised (which usually means overestimated at the same time). Our approach has led to the integration of more than fifty scientific studies from seven decades that describe six basic forms of biases in three categories.

3 Categories 6 Forms of BIASES – 50+ studies from 7 decades

The model, which has just been scientifically validated, consolidates studies from different disciplines into a holistic view of unconcious biases. These describe a number of dynamics that create negative or unwanted implications in the business and / or the workplace. It differentiates between the individual, interpersonal and organisational levels using two subtypes each. The model encourages to understand the scope of each form of bias separately and to deep dive into the helpful and hindering impact it may create. As a unique feature, it illustrates how many of the biases are inter-related and sometimes stabilise or reproduce each other. This additionally supports a holistic approach to mitigate the unwanted effects of each of the biases as they hinder the pursuing of D&I and business objectives.

Applicability – Operational Focus – Consequences

Mitigating Unconscious Biases is a tricky task. For many biases are deeply rooted in our values, minds and even brains. Moreover, our environment reinforces these patterns of thinking. Over the years, science has developed three main mitigation strategies which correspond to the three categories of our model: De-biasing (mainly individual biases), nudging (mainly behavioural and inter-personal) and enhanced environments (mainly organisational biases).

Some of our most effective mitigation approaches emerge from the six forms of bias on the one side and are tied to a company’s leadership framework on the other. In order to strengthen the linkage with everyday leadership behaviour, a new model that covers 7 areas of leadership responsibilities, facilitates a new type of learning process which is specifically geared at the needs of people leaders.

Further Reading

European Diversity Research & Consulting was a very competent service provider for our conference ‘Invisible potential’, where the consultancy was in charge of the facilitation, the co-ordination with external partners and the press contacts.

European Diversity Consulting accompany us with comprehensive Diversity knowledge in different Diversity questions since a couple of years. The personal consulting support us by the continuous advancement of our work.

Nobody in Europe is more profoundly acquainted with Diversity as Michael Stuber. He creatively co-designed the ‘Diversity & Inclusion Switzerland’ conference and his facilitation was both energetic and empathetic.

In Johnson&Johnson we worked together with Michael Stuber to set up a European Diversity Strategy Meeting. Michael is the kind of consultant who knows exactly how to deal with balancing external input and internal visibility and ownership. He supports you when you have a leading role, he understands very clearly how to help, how to […]

The Diversity marketing approach provided by European Diversity Research & Consulting represented the ideal support in order to adapt our products beyond clichéd measures for new target groups. Through professional consulting the Diversity experts helped us prepare offers for new segments that support our growth.

European Diversity Research & Consulting provided efficient and creative support in designing our Women Initiative kick-off day with almost 200 women at Bayer Animal Health and Crop Science in Monheim. Their experience in this field and Michael Stuber’s excellent English communication skills helped to engage global participants and top managers in a lively discussion which resulted in valuable insights. They also were a big support […]

It was a pleasure working with Michael Stuber. Indeed a resourceful and inspiring session with insightful analysis. I would recommend European Diversity Research & Consulting to companies which are keen to capture and realise the value of female economy be it in the workplace, marketplace or consumer space and more importantly gender balanced leadership.

We highly appreciate Michael Stuber being an integral member of our Diversity & Inclusion core team at Bayer MaterialScience. From the beginning of our cooperation, he has been listening to the status achieved so far and contributed with his broad experience and as a knowledgeable subject matter expert. He supports our initiative with high customer-orientation […]

Michael Stuber worked with us at Arup Ireland to review our current D&I programme. We found Michael to be insightful, organised and very knowledgeable. Michael’s great strength lies in his face-to-face communication skills and his ability to communicate complex D&I topics to any audience. Michael is able to quickly pick up on themes and underlying […]

Michael Stuber impressed me and my team not only with his expertise and abundant experience, he also quickly understands an organisation, its resources and pending challenges in a way that supports progress. He is a brilliant analyser with a holistic approach, an adaptive implementer and – when needed – an ambitious challenger. He detects contexts […]